Paid 6k Under My Pay Grade

DevilsBakBone

Hi Everyone,

I’m seeking some advice before I take this up with my HR department, so I’m open to any thoughts or resources that you think might be useful.

I have worked for the same company for over 10 years and have progressed through the ranks. However my salary has been held back due to internal salary caps on internal recruitment.

I have been in my pay grade for some time, which I’m currently 6k under the starting point and therefore underpaid. Meetings have been held with my boss and he acknowledges that I should be paid more, but is unable to push the salary increase through.

I’m faced with little choice to leave the company as I will never be able to reach my earning potential at this rate.

Do I have any options? And are there any guidelines (legal or otherwise) I can use?

Thanks. :beer:

Undervalued

DevilsBakBone wrote: »

Do I have any options? And are there any guidelines (legal or otherwise) I can use?

Thanks. :beer:

No really other than attempt to negotiate!

There is no legal right to a pay rise (assuming you earn more than the national minimum wage).

There is no legal right to be treated the same as anybody else unless the discrimination is for one of the handful of reasons prohibited by law (sex, religion etc).

Sorry!

DevilsBakBone

But surly an employer has the responsibility to pay a fair wage associated to the job role and the amount of responsibility involved in the role?

Undervalued

DevilsBakBone wrote: »

But surly an employer has the responsibility to pay a fair wage associated to the job role and the amount of responsibility involved in the role?

"Responsibility" maybe (depending on how you define that).

Legal obligation? No for the reasons I've stated.

Obviously they need to pay what is necessary to attract and retain the people they want. However that is a business decision and a matter for negotiation. There are very few legal rights.

IYKWIM

DevilsBakBone wrote: »

But surly an employer has the responsibility to pay a fair wage associated to the job role and the amount of responsibility involved in the role?

Moral responsibility maybe, but that means sod all. If they won't budge find another job and then try to renegotiate again. It makes little sense for them to let someone leave and hire someone new on the salary you want.

Takeaway_Addict

DevilsBakBone wrote: »

But surly an employer has the responsibility to pay a fair wage associated to the job role and the amount of responsibility involved in the role?

The employer might deem what you are on is reasonable, you don't.

The employer will pay as little as possible for as much as possible and the employee will work as little as possible for the most possible.

ie, supply and demand.

bsms1147

Try the equality route

Equal pay for 'like work'
http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/equal-pay/checklists-equal-pay-in-practice/2-equal-pay-for-like-work

Work of equal value
http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/equal-pay/checklists-equal-pay-in-practice/3-work-of-equal-value

Undervalued

bsms1147 wrote: »

Try the equality route

Equal pay for 'like work'
http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/equal-pay/checklists-equal-pay-in-practice/2-equal-pay-for-like-work

Work of equal value
http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/equal-pay/checklists-equal-pay-in-practice/3-work-of-equal-value

Sorry but that is irrelevant unless the discrimination is for an unlawful reason.

Suggest you read their introductory page......

http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/equal-pay/checklists-equal-pay-in-practice

Particularly this bit.....

"Most of the legal cases to date in the field of pay and reward have been made under the Equal Pay Act and relate to gender. However, pay discrimination, that is, pay inequalities without objective justification for the differences, is also illegal under the Race Relations Act, the Disability Discrimination Act, the Age Discrimination Regulations and the Part Time Workers Regulations. So, as well as looking at differences between men and women, it is important to consider other aspects of equality such as race, disability, age and contractual status."

OK, perhaps I should have put more than two examples in my opening post before the "etc" but there are only about half a dozen (maximum) and no suggestion that any of them apply to the OP here.

DevilsBakBone

Based on the links provided it indicates that 'Age Discrimination Regulations' could be a possible cause. I have been with the company from a very young age subject to very small wages from the outset, bolstered by 15% max pay rise for any job shift.

Is it discrimination that I have paid a minimal wage and they have taken advantage of my commitment and loyalty?

Undervalued

DevilsBakBone wrote: »

Is it discrimination that I have paid a minimal wage and they have taken advantage of my commitment and loyalty?

Not in itself.

You would have to show that the discrimination was BECAUSE of that reason (or some other unlawful one). They might argue that age had nothing to do with it but the others work harder (for example).

Or it could be because the others sent the boss a birthday card and you didn't. That would be perfectly legal too!

OK, I exaggerate (or your religion might preclude sending B'day cards) but you get my point!

Takeaway_Addict

It's more likely the fact that to get new staff in and to keep them is now more expensive where as you have stayed and are unlikely to leave.

There was a thread on the similar vein a few weeks ago and in the end of the guy left and got better paid. You need to do the same IMO.